• The role is responsible for developing, leading and implementing an integrated talent management strategy to support the business strategy.
• Drive the “talent nurturing” agenda of EMTS and ensure successful implementation of targeted initiatives.
• Develop and manage the organization development processes and initiatives of EMTS.

Principal Functions
Strategic / Tactical:

• Lead the delivery of Talent Management initiatives including but not limited to Career and Succession Planning Management, Hipo program and Talent Exchange Program.
• Develop strategies and processes to build a strong and sustainable talent pipeline required to fill current and future roles in the business.
• Collaborate with all stakeholders in driving Organizational Manpower Planning: Budgeting & forecasting.
• Collaborate with other HR units to ensure the delivery of strategies designed to enhance the attractiveness of the Company as an Employer of Choice.
• Design and implement organization development strategies such as culture change, team building etc to drive organization effectiveness.
• Own metrics and analytics for the talent and organization development function to make program recommendations that support EMTS growth and objectives. Regularly share key metrics such as turnover, retention, internal mobility, diversity, and employee mobility index to build a proactive talent plan.
• Drive understanding and implementation of the job family placement for individual contributors as a means of developing talent within the business.

Operational:

• Define and segment talent in terms of critical skills, scarce skills and high potential talent and design programmes for development and retention of these resources.
• Analyze business forecasts, market trends, and organizational needs to anticipate future resourcing requirements across the business.
• Collaborate effectively with relevant HR units, particularly Learning & Development to ensure that talent development initiatives are integrated with other HR processes & plans.
• Liaise with business units and relevant stakeholders to define the current and future manpower and talent needs of the organization.
• Liaise with functional heads to identify and place employees on specialist tracks.
• Lead the design and successful implementation of job rotation, lateral moves, secondment, and recognition programs within the organization.
• Keep abreast with industry best practice with regards to talent management, organization development and employee retention.
• Supervise and manage the performance of subordinates and ensure that they are developed to take on senior roles within the organization.
• Perform any duties as assigned by the Chief Human Resources Officer

Educational Requirements

• Bachelor’s Degree from an accredited University. Possession of an Advanced Degree, preferably an MBA, will be an advantage.

Experience, Skills & Competencies:

• 9 to 12 years relevant work experience with at least 3 years’ experience in a managerial role in a human resource function.
• Professional Membership of a recognized Human Resources Body is an added advantage.
• Must have a deep understanding of Succession Planning and Management processes and procedures.
• Ability to manage significant and complex change within the business.
• Ability to analyze, interpret and use data to diagnose issues related to Talent Management.
• Ability to build strong relationships with various stakeholders to ensure that Talent programs and initiatives are supported and delivered smoothly.
• Sound knowledge and exposure in Organization Development strategy formulation and execution.
• Analytical, able to exercise sound judgement and pay attention to detail.